Current market conditions are fast-changing and the organizations which are adaptable to the change are the one going to survive. Organizations need to implement strategies to endure the challenges and competition, and the one which can survive will be sustained longer than others (Varma 2017). To survive in current market situations the organizations and cooperates dependent on maximizing profits from existing capabilities, while recognizing and adjusting the day to day market challengers (Kortmann et.al, 2014). Considering existing capabilities, the cooperates are much more interested and engaged with their employees to increases the organizational performance. Few organizations believe that the employees are their main and important assets which can lead them to success until the employees of any are satisfied or motivated for the task fulfillment and goals achievement of the organization (Manzoor 2012).
Motivation
is “The willingness to do something conditioned upon the action’s ability to
satisfy some need for the individual” (Robbins and DeCenzo 2007, p. 217).
Motivation is the reason individuals or group's actions, willingness,
goal-oriented which defines as the need for satisfaction. These needs could be
wants or desires and will help to overcome the difficulties and to face the
challenges (VandeWalle 2003). To motivate employees, the organization or
cooperate leaders must focus more on identifying the needs and wants of the
employee seek to satisfy in terms of job and personal. The core factor which
will inspire employees to provide better service, to achieve corporate goals,
innovation, or to increases productivity is to keep the subordinates happy and
motivated and it will boost the company performance in overall aspects (Varma
2017).
The MARS
model (Illustrate in figure 01) will help to understand the behavior and
results of an individual. The model provides the main four ingredients that
directly influence the behavior and resulting performance of the individual
(McShane, Von Glinow 2004). If any factor weaknesses, individual performances
will decrease.
Figure 01: MARS model
McShane, Von Glinow
2004,
The
main three functional factors for job performance describes as motivation, ability
and environment (Figure 02) by Mitchell, T. R. (1982)
Figure 02: Functional factors for job performance
Organizational
Behavior, University of Minnesota Libraries Publishing 2017
I am
employed in a leading consumer durables company, and the current consumer
durable market in Sri Lanka is more depend on customer service, product
portfolio, reach, and ATL/ BTL activities to increases the market share.
Considering the competitive market conditions the cooperated must involve and
invest more in improving the performance of the employees to provide excellent
customer service and in-house operations such as product development,
marketing, and other supporting divisions. To overcome the challenges the
corporate are currently backing the employees on improving ability, skills, and
increasing the value additions such as bonus, salary, and work-life balance. A
reward system, culture, job design, performance management, and resource
allocation process are four of the employees’ basic emotional drives that are
essential for any corporate (Nitin Nohria, Boris Groysberg, and Linda-Eling Lee
2008).
Reference
Ain Manzoor
(2012) Impact of Employees Motivation on Organizational Effectiveness. Business
Management and Strategy
Don VandeWalle (2003), A goal orientation
model of feedback-seeking behavior. pp. 583-594
Dr. Chandrkant Varma (2017), Importance of
employee motivation & job satisfaction for organizational performance. International
Journal of Social Science & Interdisciplinary Research, pp. 10-13.
Kalimullah A. R., Yaghoubi N. M., Moloudi J.,
European Journal of Economics, Finance and Administrative Sciences 24 (2010)
165-171.
Kortmann,
S., Gelhard, C., Zimmermann, C., & Piller, F. (2014). Linking strategic
flexibility and operational efficiency: The mediating role of ambidextrous
operational capabilities. Journal of Operations Management, 32, pp.475–490.
McShane, Von
Glinow 2004, Organizational Behavior
Mitchell, T. R. (1982). Motivation:
New directions for theory, research, and practice. Academy of Management
Review, 7, pp.80–88
Nitin
Nohria, Boris Groysberg, and Linda-Eling Lee (2008) Employee Motivation: A
Powerful New Model , Harvard Business Review
Organizational Behavior
, University of Minnesota Libraries Publishing 2017
Robbins,
S.P., & DeCenzo, D.A. (2007). Supervision Today! Upper Saddle River, NJ:
Pearson/Prentice Hall.
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ReplyDeleteOne of the primary roles of a manger is to get the best out of his team. This could either be high performance or discretionary behavior. Therefore, being aware of the more specific constructs, that could influence employee behavior will assist managers to accomplish the desired outcome by their team. The constructs are motivation, commitment and engagement. Motivation is the oldest of the three and has been extensively researched since early 20th century and is still a major factor used to get the best performance from employees (Armstrong & Taylor, 2014).
DeleteThank you for your valuable comments and to motivate employees, the organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment (Varma 2017). Leaders and managers can improve the performance of a organization or a set of employees by influencing the processes that determine the performance and leader behavior categories should be observable, distinct, measurable relevant and comprehensive but parsimonious (Yukl 2012).
DeleteConsumptions plays a major role in the national income of most countries by becoming the largest component of GDP. Therefore, implementing novelties in approaching consumers to increase demand, studying the consumption patterns of the general public is of crucial importance to policy makers of a country in structuring economical plans (Rathnayaka, Selvanathan and Selvanathan, 2019). Empowerment of employees hence plays a key role here to achieve success. Motivating employees by their work itself is of greater importance in this facet of business. Toyota for an example, encourages the motivation of employees by their work itself, by giving an opportunity to come up and test their own tools/products and ideas on the assembly line (McGregor and Doshi, 2015). This nature of motivation is required to employees who consistently engage with consumers. Organizations, thus, may acquire a better understanding of the consumer needs through employees.
ReplyDeleteThank you for your valuable comments and due to growing new trends and competition is challenging traditional supposition about how organizations can behave to successes and the creative and innovation is needed to devise and generate new operation procedure (Wenjing et.al, 2020).Motivated employee contributes to work more passionately, freely and delight on their day-to-day operations and it will influence to display better levels of creativity and imagination (Sabri 2017). Due to high motivation levels the employees tend to innovate cost-saving processors and products, which will reduce the operational cost within the organizations in these pandemic situations.
DeleteWell explained. On the other hand, the ERG theory describes that human needs are difficult to predict and therefore cannot follow a strict five-level hierarchy as proposed by Maslow. Also Alderfer argued that every human being is different. Therefore, in the workplace employees will be different from each other and their needs could vary from one to another or from the same employee over time (Castellanos, 2014).
ReplyDeleteIn 1969 Clayton Alderfer, inflate the basic need of Maslow’s Hierarchy of Needs theory and refined them in to existence needs, relatedness needs, and growth needs (Yang et.al 2011). The theory is based on the relationship between satisfaction of needs and human desires. Existence needs describes the various forms of safety, physiological and material needs such as prevention of fear, anxiety, threat, danger, leisure, exercise, sleep, living, including food and clothing (Yang et.al 2011). Relatedness needs express as senses of security, belonging, and respect, such as trust of humanity, prevention from all forms of isolation, loneliness and love and caring from others, social status, superiority, importance and compliment (Yang et.al 2011). Growth needs outlines the needs for self-esteem and self-actualization, such as the ability to pursue, to seek knowledge, to achieve, to control, to build confidence and achieving individual’s goals and develop his or her personality (Yang et.al 2011). The desires of employees will different from each other and the management should identify each and every of them to provide the best boot to motivate them.
DeleteHi Dimuthu, The success of every business depends on many factors, but the most important factor influencing the business is its employees. If the employees of a business are motivated towards corporate goals, the business can easily achieve its goals. The job of any manager in an organization is to get things done through its employee. The manager must be able to motivate employees for this. Motivation is a very important element in any workplace, and if employees are not motivated there is no job satisfaction and this leads to reduced produce productivity (Varma, 2018).
ReplyDeleteThank you for your valuable comments and employee motivation is considered a force that drives toward successful organization and will help employees work hard and smart for better performance (Shahzadi et.al, 2014). ). A motivated workforce means highly fruitful staff, all of which will help overcome cooperation objective and goals and it will lead to better profits and outcomes of the organization (Sabri 2017). These employees tend to work more delightly, freely and passionately on their duties and it will help to produce better levels of creativity and imagination (Sabri 2017).
DeleteIntrinsic motivation
ReplyDeleteIntrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn, and actualize our potentials. Intrinsic motivation occurs when we act without any obvious external rewards. We simply enjoy an activity or see it as an opportunity to explore, learn, and actualize our potentials. ( Coon & Mitterer, 2010).
Extrinsic motivation
Extrinsic motivation refers to our tendency to perform activities for known external rewards, whether they be tangible (e.g., money) or psychological (e.g., praise) in nature. (Brown, 2007).
Adding to your valuable comment, intrinsic rewards evaluate as intangible in nature and are appreciation, caring attitudes from employers and job rotation. These elements are within the job itself as contentment and satisfaction from accomplishing a task and affection from employees (Zafar et al, 2014). The loyalty of employees are more dependent on the rewards and recognition. Extrinsic reward such as salary and wagers are external motivators and the satisfaction on those components is not acquired from the activity itself, but comparatively from external repercussion impulsion the achievement of the objectives (Shoraj and Llaci 2015).
DeleteHi Dimuthu, the relationship between the organization and its members influences what motivates them to work and the rewards and fulfillment that come with it. The more the workforce is involved, the greater the success of the organization in achieving its goals and objectives. Motivation is the basis of all organizational activities (Laurie,1985). Motivation can also be increased by the behavior of managers. Several suggestions for managers are summarized as below (Lee-Kelley, 2007).
ReplyDeleteAppreciate your comments and motivated employee will work longer in the same organization and will be loyal to the organization and as well as its customers. Such employees will be more cost-effective in terms of training and skills and will invest more on work, innovate and to provide better outputs in all aspects and Motivated employees are emotionally engaged with the organization and they will help increase the awareness among the community (Omar et al, 2010). Leaders and managers can improve the performance of a team by influencing the operations that determine the performance (Yukl 2012).
DeleteHi Dimuthu,Agreed to your practical example. Gong, Law, & Xin,(2009) noted that , burgeoning body of strategic HRM research has shown that the use of systems of HR practices intended to enhance employees’ knowledge, skills and abilities, motivation, and opportunity to contribute is associated with positive outcomes such as greater commitment. Singer Finance ( 2018/2019) included " Creating the right environment conducive for a motivated work force. Introducing regular engagement activities to create workplace bonding and unity. Identifying training and development needs and conducting training on a structured manner to address skills gaps" as own strategy.
ReplyDeleteAdding to your valuable comment, staff training and development are a considerable strategy for motivating employees , which will lead to improve their own skills and abilities to be more innovative and creative and increase the commitment and motivation of the employees and it creates escalate on job performance as well (Al-Madi et al. 2017). Also, it will help find new ways of doing the usual day-to-day operation and will reduce the operational cost too. As Ramlall (2004) stated that employees are motivated by the desire to achieve or maintain various conditions and intellectual desires upon this basic satisfaction, which will provide a better work place environment.
DeleteMotivation in any business organization should align with the goals of the business to promote employee performance (Medsker & O’Connor, 2015) A main concern for the retail industry is determining what to do to motivate their employees and how to keep them motivated (Ozlen & Hasanspahic, 2013). The additive to provide additional energy to help employees overcome fatigue, disinterest, stress, and feelings to quit the job is motivation (Hitka & Balazova, 2015). The concept of motivation in retail business is generally recognized by the management (Cheng, 2015). The performance of employees is significant to understanding the level of motivation the employee has within them (Safiullah, 2015. Management of the company may select to use a different motivational tools to improve the performance level of their employees (Dipietro, Kline, & Nierop, 2014).
ReplyDeleteThank you for your valuable comments and the success and failure of any organization is more dependent on many factors in this rapidly changing environment, with one of the key parameters, employee capability at the disposal of a given society (Nemeckova 2017). Motivated employee contributes to working more passionately, freely and delights on their day-to-day operations and it will influence to display better levels performance, creativity and productivity (Sabri 2017). Organizations believe that the employees are their main and crucial assets, which can lead them to success until the employees of any are satisfied or motivated for the task attainment and achieving goals and objectives (Manzoor 2012).
DeleteHowever, the motivators driving an employee to efficacy varies from individual to individual, significantly depending on causal factors associated with organizational environments, culture, human resource management, leadership methods, job design, reward schemes, incentives, security and a flurry of many other factors both distal and proximal (Ovidiu-Iliuta, 2013). Therefore, it is imperative that an organization and its management identify what motivates its employees to the hilt, thus avoid such factors impinge on organizational performance and be the death knell of it in this exponentially competing environment (Kossivi, Xu and Kalgora, 2016). A clear understanding of the extents to which Intrinsic and Extrinsic factors affect and the demographic influence associated is of high importance.
ReplyDeleteAppreciated and adding to your valuable comment, intrinsic factors evaluate as intangible in nature and are appreciation, caring attitudes from employers and job rotation. These elements are within the job itself as contentment and satisfaction from accomplishing a task and affection from employees (Zafar et al, 2014). The loyalties of employees are more dependent on the rewards and recognition. Extrinsic factors such as salary and wagers are external motivators and the satisfaction on those components is not acquired from the activity itself, but comparatively from external repercussion impulsion the achievement of the objectives (Shoraj and Llaci 2015). Also the organizational management must recognize the ways and wants of each and every individual employee and must implement the best solution to motivate them.
DeleteMotivation is the reason individuals or group's actions, willingness, goal-oriented which defines as the need for satisfaction. These needs could be wants or desires and will help to overcome the difficulties and to face the challenges (Varma 2017).
ReplyDeleteThank you for your valuable comments motivation is fundamentally meant to facilitate the behavioral alteration and it is a force that enables an individual to act toward a particular objective, goal (Shahzadi et.al, 2014). Motivation and productivity are concepts, which have been subjects of immense interest among researchers and practitioners (Bawa 2017). A motivated and qualified workforce is essential for any organization that wants to increase productivity and production. Motivated employee tends to work more freely, passionately and delight on their duties and it will influence to display better levels of creativity and imagination (Sabri 2017). The motivation is a strong element that strength the abilities and behavior and which activate the propensity to continue it is an internal force, which drives to accomplish un satisfied needs and to achieve a directive objectives (Dobre 2017).
DeleteThe success of every organization depends on its employees’ drive to thrive through the efforts, commitment, engagement, practice and persistence. Therefore, motivation is an important topic because leadership competencies include the ability to motivate employees (Lussier, 2013).
ReplyDeleteThank you for your valuable comments and leadership positions are inveterate in work settings to help organizational to achieve organizational goals and objectives that improve the productivity and profits and they should identify, establish and translate the direction for their followers and facilitate the organizational processes that should result in the achievement of this objective (Zaccaro & Klimoski 2013). The organization leaders must focus on identifying the drives and necessities of the employee seeking to satisfy in terms of personal and working environment (Varma 2017). Motivation and leadership aspects are mostly combined in the current organizational contents and when evaluating leadership motivation is always incorporated with it (Karunarathne 2019).
DeleteWhen its comes to motivative employee, an organization can accomplish anything. Motivated employees attitude leads to higher productivity, higher customer satisfaction and higher profit. Motivation should adopted with leadership (Dobre, 2013).
ReplyDeleteAppreciate your comments and motivated employee will work longer in the same organization and will be loyal to the organization and as well as its customers. Such employees will be more cost-effective in terms of training and skills and will invest more on work, innovate and to provide better outputs in all aspects and Motivated employees are emotionally engaged with the organization and they will help increase the awareness among the community (Omar et al, 2010). Leaders and managers can improve the performance of a team by influencing the operations that determine the performance (Yukl 2012).
DeleteEmployee motivation is very important for organizations as every concern requires physical, financial and human resources to accomplish the goals. It is through motivation that the human resources can be utilized by making full use of it. This can be done by building willingness in employees to work. This will help the enterprise in securing best possible utilization of resources. It results into increase in productivity, reducing cost of operations, and improving overall efficiency (Shazadi et al, 2014).
ReplyDeleteA motivated workforce means highly fruitful staff, all of which will help overcome cooperation objective and goals and it will lead to better profits and outcomes of the organization (Sabri 2017). These employees tend to work more delight, freely and passionately on their duties and it will help produce better levels of creativity and imagination (Sabri 2017). Motivation is a critical element in any workplace, and if employees are not motivated there is no job satisfaction and this leads to reduced production productivity (Varma, 2018). Using modern HR practices the organizations tend to require the suitable person to the best position, which will increase the productivity and performance and will reduce the operational cost of the organization.
DeleteMotivation is very important in the achievement of every organization’s growth (Geomani, 2012). Motivate employees in order to survive and complete in high-powered corporate environment successfully as motivation puts human resources in to action, improves level of efficiency of employees, enables the organizations to attain imperishable competitive advantage and ultimately leads to attain organizational goals (Mohsen et al, 2004).
ReplyDeleteMotivation can be defined as the reason why people do the things they do, and in a work setting, motivation is what makes people want to work. Finally, (Daft and Marcic 2004)
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteJob satisfaction is an emotional response accompanying actions or thoughts relating to work, whereas motivation is the process that activates behavior. As satisfaction is an attitude, it is possible for a worker to be satisfied with his job but not be motivated. Hence, motivation and satisfaction are not synonymous with each other. It is vital to clarify the distinction between the concepts so that it is easier to understand that motivation leads to satisfaction, which ultimately leads to enhanced performance (Hong & Waheed, 2011).
ReplyDelete